Workforce Planning Paper

Workforce planning is essentially a tool that is used to anticipate and account for any employment changes. Workforce planning tries to account for three to five years in the future. The actual workforce plan should be sure to include what the healthcare organization expects the size of their employer workforce and employee group to be. These employee groups need to be organized by major, sized, departments, category and skills. It should also include a schedule of adjustments through the recruitment phase as well as the retaining attrition and termination phase. The plan should be sure to include forecasts of wage and benefits costs that are tailored to fit local atmospheres. Lastly, we should include a summary of our strategic activities.
Within the strategy step, a plan is developed to ensure that the state of the workforce remains in good standing. Within the planning step, an approach is created that will develop away to fill the current workforce community. The evaluation step, the effectiveness of the plan will be measured. Because at least 10% of the workforce will turnover, it is imperative that we have these steps in place. High turnover rates can have a significant impact on patient satisfaction, strong teams and quality of care. There is a correlation between nurse satisfaction and patient satisfaction. The environment created can have negative effects on employees. Due to this sometime the attitude that the employee has is evident in their work. If a patient’s can sense the level of dissatisfaction they may also feel as if they are not receiving the best possible care. High turnover rates can also effect the morale of other employees. As a result of this there may be lower level of work relationships and friendly relationships being built. This type of isolationist mentality can correlate with lower levels or coordination with other healthcare